Industrial/Organizational

Industrial/Organizational

Dr. Patrick Knight's research focuses on the general issue of psychological commitments to various organizations and activities, and how these commitments affect workers' behaviors both on and off the job. Studies have examined commitments to work and school, work and church, part-time vs. full-time commitments, among others. In addition, this research has examined the process by which people make decisions to seek part-time employment. A model of this decision process has been developed and a series of studies testing the model are underway.

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Dr. Wendong Li's research focuses on proactivity across a number of areas, including work analysis/design, leadership, career success, and personality change. He is intrigued by how people are willing and able to modify, but also adapt to, their environments. His work examines individual (e.g., personality traits and genetics) and environmental (e.g., work context and culture) factors which may prompt proactivity, as well as the consequences of being proactive (e.g., as reflected in people's performance, well-being, and changes in their personality traits). 

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Dr. YoungAh Park’s main research areas include employees’ work-nonwork life interface (e.g., crossover phenomenon between working couples, work-family boundary management, working college students' work-school life management) and processes of work stress and recovery from the stress.  Dr. Park is also interested in workplace interpersonal mistreatment (e.g., workplace incivility) and employees’ safety behaviors.

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Psychology of Labor and Industrial Relations

Dr. Clive Fullagar's research explores the application of organizational psychology to unions and the collective bargaining process. Current research includes the development of a model explaining why workers become committed to labor unions and what the psychological consequences are. Research also examines the phenomenon of dual allegiance, looking at the predictors and outcomes of different patterns of loyalty to both labor and employing organizations. Other areas of research include attitudes about organized labor, strike behavior, work-related stress, and leadership behavior in unions.

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